The HR manager as a strategic business partner n Three dimensions are critical in the design and practice of HR
The HR manager as a strategic business partner n Bottom line impact u The success of the HR function depends on the extent to which HR managers see themselves as strategic business partners Bottom Line Impact
The HR manager as a strategic business partner n Legal implications u Many HR policies and procedures are driven in large part by a number of federal, state and local employment laws u Compliance (or noncompliance) can have a dramatic bottom-line impact Legal Implications Bottom Line Impact
The HR manager as a strategic business partner n Ethical considerations u Ethical organizational behavior is good business u Public and customer relations u Employee morale and commitment u Management self- respect and pride in achievement Ethical Considerations Legal Implications Bottom Line Impact
The HR manager as a strategic business partner Bottom Line Impact Legal Implications Ethical Implications n Sound HR policies maximize each dimension n The dimensions are not mutually exclusive n They complement and support each other
n You’ve been assigned to be the VP of HR for a new manufacturing plant to be located in midtown Kansas City n What should you do?
The HR manager as a strategic business partner n What specific functions must be in operation for effective strategic HR?
Defining the work that needs to be done. n Job (work) analysis n Organizational structure n Management strategies: u Teams? u Individual contributors? n Decline of the job
Defining the skills that are needed to accomplish the work n KSA’s: u Knowledge u Skills u Abilities n How will you find the right skills and match them to the required work?
Maximizing the Job-Person Match n Recruitment: u What type of potential workers have the skills? u How will we attract them to our organization?
Maximizing the Job-Person Match n Selection u How will you measure the type and level of skills of job candidates? u How will ensure that they adequately match the type and level needed for the required work?
Maximizing the Job-Person Match n Training & Development u How do you train: F New workers without the skills you need? F New workers about company- specific KSA’s? F Longer tenured workers in new knowledge, skills and technologies? F All workers to effectively function in a changing workplace?
Motivating Workers n How do you ensure that workers are motivated to perform effectively and efficiently? n How do you ensure that workers want to remain with the organization?
Motivating Workers n Compensation u Providing a competitive base salary u Designing motivational incentives to elicit the desired behavior u Achieving internal fairness u Matching the organization’s strategic approach to employment
Motivating Workers n Benefits u Determining what employees want and need u Determining what the competition offers u Remaining affordable u Communicating value of benefits u Matching the organization’s strategic approach to employment
Motivating Workers n Being a “preferred employer” u Fairness in procedures, policies, management behavior and attitudes u Empowering employees and respecting their knowledge and capabilities u Communicating management intentions, actions and strategies
Maintaining Employee Relationships n Labor Relations u Maintaining positive relationships with unions u Negotiation u Administration of contract F Seniority systems F Grievance systems
Maintaining Employee Relationships n Employee Relations u Remaining union free through sound, superior human resource policies u Listening to employee suggestions and complaints u Creating an environment where employees believe they can change conditions
Ensuring a Productive Workplace n Measuring and managing performance u Aligning personal goals with organizational goals u Accomplishing goals u Controlling absenteeism u Coaching, encouragement u Discipline
Ensuring a Productive Workplace n Health and safety u Wellness programs u Employee Assistance Programs u Workers’ compensation u Anticipating violence
Linking HR to Company Strategy n Maintain a focus on business strategy n Monitoring and evaluating HR programs for relevance and effectiveness n HR Planning n HR Information Systems n Keeping abreast of unfolding legal, business and HR issues